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The purpose of this paper is to explore if experience stimulates or stifles creativity. It shows that accumulation of work experience improves an individual’s judgment and reduces divergent thinking of creativity.

This study examines the factors influencing individual creativity, including the impact of work experience, using 509 responses to questionnaires from 500 top construction companies. The research hypothesis is evaluated using structural equation modeling.

The main factors affecting individual creativity are a positive mind-set, self-directed learning, and low self-monitoring. Self-directed learning has the greatest influence on the creativity of individuals with accumulated work experience, while low self-monitoring influences the creativity of people with less work experience.

A better way to study individual creativity is longitudinal research, which involves long-time observation of the life cycle of creativity among organizational members, who are like products with a life cycle. Further study is necessary to show why some members are creative only for a short time (short life cycle) while some are creative for a longer (very long life cycle) period.

This study finds that employee creativity derives from the self-directed learning process as it helps to accumulate experience. This result indicates that construction firms can train employees to improve their self-directed learning and boost creativity. Experienced workers need more attention because they are trapped in their previous experience and it is difficult to train them.

The purpose of this paper is to investigate the relationships among job satisfaction, workplace friendship, knowledge sharing and service innovation.

This is an empirical study that targets electronic information engineers at the science parts located in Taipei, Hsinchu and Tainan (n=851), utilizing a survey questionnaire as the data collection instrument to test the relationship among the four dimensions.

The results indicated that: first, both job satisfaction and workplace friendship have demonstrated a significant effect on service innovation; second, knowledge sharing significantly moderates the effect of job satisfaction and workplace friendship on service innovation.

The present study adds value by examining the moderating effect of knowledge sharing. The results can contribute to the strategic planning of human resource development in order to enhance the capability of service innovation in the technological industry.

The purpose of this paper is to investigate the effect of market orientation (MO) on organizational performance (OP) through organizational commitment (OC) in the intensely competitive environment of high‐tech industrial clusters. The relationships among MO, OC, and OP are also examined.

Structural equation modeling (SEM) was used to analyze the questionnaires completed by employees of 91 high‐tech enterprises (n=335) located in the four science parks in northern, central, and southern Taiwan.

The results indicate that MO and OC have positive and direct effects on OP. The effect of MO on OP is significantly increased by enhanced OC.

This study provides corporate managers with valuable knowledge, which can enhance OC and OP. That is, successful organizations must combine the strengths and motivations of internal employees and respond to external changes and demands promptly to demonstrate the organization's value.

Regardless how the industrial environment becomes increasingly complex and diverse, OC of employees is still crucial. Only long‐term retention of human capital can sustain operations and enhance OP.

The most valuable contribution of this study is the understanding of OC as a mediator of MO and OP. This indicates that the only factors that guarantee OP are the talents who are willing to commit to the organization. Faced with increasingly severe challenges in the future, the results of this study contribute to existing literature by demonstrating that MO can sustain competitive advantages.

The purpose of this paper is to shed light on how technological innovation capabilities (TICs) influence the product competitiveness of Chinese manufacturing enterprises and identify the key technological innovation components.

Quantitative research setting was applied in Chinese Yangtze River Delta. Survey was carried out with 166 responses.

The study reveals that the firm’s strategies capabilities, knowledge resources, fundamental research, application R & D, and manufacturing capabilities have significant influence on the new product development performance and product competitiveness of Chinese manufacturing enterprises. Interestingly, firm’s organizational capabilities and human, finance, and material resource have no significant correlation with the product competitiveness.

From a practical perspective, the relationships among TICs enablers, processes, and product competitiveness may provide a clue regarding how firms can promote technological innovation to sustain their competitive advantage. Moreover, the key factors of TICs found in the study are useful for policy makers and managers of Chinese firms to make decision.

This study is one of the first studies to apply the structure equation model method to measure the relationship between TICs and product competitiveness under the background of Chinese manufacturing. The results provide a new framework on the how technological innovation capability influence product competitiveness of Chinese manufacturing firms. From a managerial perspective, this study identifies several crucial TICs factors to support product competitiveness, and discusses the implications of these factors for developing organizational strategies that encourage technological innovation.